Promoting the power of Science and Technology

Scientific research activities at Vietnam National University of Agriculture. (Photo: DANG ANH)

Lesson 2: Experience in formulating policies to attract talent

To support them to go further when they return, there needs to be synchronous and long-term incentive mechanisms and policies. Learning from the experiences of countries that have been successful in attracting talent will contribute to improving the effectiveness of this policy.

ATTRACTION FROM NEW RESEARCH ENVIRONMENT

In a small room at the Vietnam-Korea Institute of Science and Technology (VKIST), a number of young researchers shared their experiences studying and researching abroad and the reasons for their decision to return to Vietnam. Although each person has their own reasons, what they have in common is their passion for science and their desire to quickly use their knowledge to create technological products to serve the country’s strategic industries.

The research environment approaching international practices at the Vietnam-Korea Institute of Science and Technology is considered a “magnet” that attracts them to return and creates conditions for them to maximize their research capacity. Dr. Dang Van Cu - a new researcher at the Vietnam-Korea Institute of Science and Technology, had the opportunity to receive a stable job and open international cooperation after studying a postdoctoral research program in Korea.

At the end of 2024, he returned and chose the Vietnam-Korea Institute of Science and Technology to continue his research career. Dr. Dang Van Cu shared that in the process of implementing scientific and technological tasks here, researchers only need to focus on research and spend maximum time on their topics, without having to worry about administrative procedures such as bidding, purchasing, payment settlement, etc. because there is a specialized department to support.

Dr. Hoang Anh Viet, Deputy Head of the Institute's Energy Technology Department, is also one of those who decided to return home after completing his doctoral studies in Japan. He highly appreciates the Institute's remuneration policy, where researchers receive double salaries, and the bonus policy is transparent and fair.

All labor costs of research projects will be focused on the salary fund and reallocated according to the capacity, level of contribution and completion of tasks of each individual assigned each year. The evaluation process is clearly quantified according to KPI, helping scientists feel secure in devoting all their time and effort to creating quality research products.

Dr. Hoang Anh Viet assessed that the Vietnam-Korea Institute of Science and Technology is a new research facility but is constantly improving its modern management model to create a professional working environment where scientists have a certain autonomy in their research. Phenikaa University is also a "common home" for many postgraduate students returning from abroad thanks to its advanced management model and competitive remuneration policy. The school prioritizes recruiting scientists with international publications, especially those with doctoral degrees who were trained abroad or are studying abroad.

Associate Professor, Dr. Truong Thanh Tung, Head of the potential research group “Design and synthesis of new drugs” of Phenikaa University shared that groups are free to build research groups and receive financial support from the school to purchase equipment and chemicals. Students and trainees participating in the research are exempted from tuition fees, while postgraduate students are exempted from tuition fees and receive monthly salaries, creating favorable conditions for them to pursue scientific research.

Thanks to this attractive mechanism, Phenikaa University has established more than 20 strong and potential research groups, all of which are graduate students returning from abroad. Associate Professor, Dr. Truong Thanh Tung's research group alone has attracted four PhDs and two masters from abroad, maintaining about 20-30 students participating in research each year. Besides research institutes and universities, the business sector is also an important "launching pad" for overseas Vietnamese talents, notably Vingroup Corporation, which has implemented many strategies to attract overseas Vietnamese to return to contribute, and many experts and scientists have returned.

The reason the above organizations attract good talent is that they have strong financial potential and a favorable scientific research environment, approaching that of advanced countries.

LACK OF SYNCHRONIZATION NEEDED TO BE FIXED

In contrast to the above-mentioned units, most public research institutes and universities still face difficulties in attracting human resources. The main reasons come from barriers in the research environment, financial regulations or the lack of specific guidance in applying preferential treatment regimes using the budget. Professor Chu Hoang Ha, Vice President of the Vietnam Academy of Science and Technology, said that the need for research cooperation with scientists abroad is very large, but most public institutions have not been able to do so due to the lack of guidance on remuneration payments.

Attracting overseas Vietnamese talent is also difficult due to staffing restrictions, while the Academy has had its workforce cut by 20% in the past 10 years under a policy of streamlining staffing. Citing this situation, Professor Trinh Van Tuyen, former Director of the Institute of Environmental Technology, said that the Institute has attracted many PhDs who studied in the Russian Federation, Canada, and Japan to return home, but some PhDs have not been on the payroll for 10 years and have to work under a contract.

“I once sent an official dispatch and directly discussed with the Academy to request that they be appointed as heads and deputy heads of departments, because they are truly talented and need to be recognized and given titles to facilitate cooperation with partners. For many years, they have been disadvantaged, especially not being able to be project leaders,” said Professor Trinh Van Tuyen.

The lack of synchronization in infrastructure and the science and technology management mechanism that has not kept up with practical needs are also major barriers in attracting good scientists and technology experts from abroad to return. Professor Phan Tuan Nghia, Chairman of the Council of Professors in Biology, shared that he has a student who is currently an Associate Professor at the Hong Kong University of Science and Technology, and was once honored with a modern RNA invention.

Many times he discussed the idea of inviting students to take charge of the Key Laboratory, but it was unsuccessful. “I understand that our working conditions are not yet satisfactory, so even if they work abroad, it is good if they still turn to the Fatherland. Those who work in research fields that do not depend on equipment are more likely to return, while fields such as biotechnology require modern, synchronous equipment, so it is not easy to attract them.” When returning to Vietnam, many people are not only concerned about income or working conditions, but also wonder about the policies to promote science and technology of relevant ministries and branches.

Dr. Do Tien Phat, Institute of Biotechnology (Vietnam Academy of Science and Technology) participated in the research and development of the CRISPR/Cas system in editing plant genomes at a prestigious laboratory of gene technology and molecular biology in the US. When returning to work in Vietnam, he continued to work with the research team to develop and successfully apply this technology on many different crops such as soybeans, rice, tomatoes, tobacco, cucumbers, etc.

However, up to now, Vietnam still has no specific guiding policies for potential research products from genome editing technology to be applied early in production to serve life. This causes obstacles and reduces the motivation for scientists to research. Associate Professor, Dr. Truong Thanh Tung, Head of the potential research group "Design and synthesis of new drugs" of Phenikaa University, said that in the US, there is a "venture investment" mechanism for research from the State, accepting the risk ratio in research, development, and commercialization of new drugs, but in Vietnam, there are no clear regulations to protect scientists, so new and risky research in this field has not been promoted.

The period of 30-50 years old is the most developed period in the research life of each scientist, but if we attract them back to the country without a mechanism to promote them, they will leave or miss their golden age, so it is necessary to have a protection mechanism as well as socialized research funds and better allocation and supervision to support talents after attraction. A representative of Mobile Online Service Joint Stock Company (M-Service) commented that when expanding scale and aiming at the global market, the human resource issue becomes important. For breakthrough innovation models, domestic human resources are not enough, forcing businesses to look for international experts or invite Vietnamese people from abroad to return.

Therefore, the Government needs to have practical support policies such as granting long-term visas, reducing personal income tax, supporting accommodation, etc. to create favorable conditions and show respect so that they can feel secure in returning to contribute. Professor Chu Hoang Ha emphasized that if science and technology want to develop and truly integrate, it must also integrate in terms of policies, that is, in science management, human resource management and human resource attraction, it must also approach world practices. The recent resolutions to remove obstacles for science and technology need to be institutionalized soon, with specific instructions to create a real breakthrough in attracting talent.

The practice of attracting overseas talent in many countries shows that successful countries consider this a valuable asset and constantly seek to exploit this resource. Basically, there are two main groups of policies:

First, attract outstanding individuals through repatriation programs with high remuneration, calling for patriotism, honoring achievements and investing heavily in research institutes, universities and high-tech zones (China, South Korea, India, Israel, Russia).

Second, attract systematically by improving the institutional environment, reducing external “temptations”, developing an innovation system, promoting business-research institute-university linkages, and building international standard educational and research facilities (Korea, Taiwan (China), India).

Many opinions say that the current advantage is that Resolution 57-NQ/TW has demonstrated the highest political will and goodwill on the importance of the community of overseas scientists and experts. Based on the experience of other countries and the reality of Vietnam, it is necessary to build a system of synchronous, trustworthy, long-term policy environments with special incentives in attracting them, such as policies on nationality, visas, housing, travel, salary, remuneration, honors, etc.; it is necessary to have a complete, linked and updated data system on overseas scientists and experts; it is necessary to have a strong investment policy for science and technology infrastructure; there are large national programs and projects with the aspiration to reach out to the world, etc. These are "magnets" to attract overseas scientists and experts to return and contribute to the sustainable development of the country.

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